Matching leadership styles with employment modes : strategic HRM perspective

Abstract

Researchers have spent considerable efforts to identify means of using human resource management practices to effectively utilize human capital. At the same time, it has been well recognized that leadership plays a critical role in effective management of employees (Burns & Otte, 1999; Sims & Manz, 1996). However, scant research exists that integrates these two seemingly disparate streams of research. By drawing on strategic human resource management (SHRM) and leadership literatures, we provide a typology of employment mode—leadership style fit that matches leadership styles with the requirements of different employee groups. Building on SHRM, we recognize that different groups of employees are managed differently and may require different leadership styles. Based on contingency approaches to leadership, we explore leadership styles most consistent with the underlying objectives and psychological obligations underlying different groups of employees. Implications of this fit for researchers and managers as well as directions for future research are discussed